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Know Any Toxic Bosses?

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As I was preparing for this week’s newsletter, one word seemed to be showing up over and over again in what I was reading. The word: toxic. People are talking about toxic bosses. Articles are referring to toxic cultures. Even as I was preparing a program for MassTLC’s Recruiters Academy, I was looking back at a workshop I did for The Boston Club about managing toxic relationships. Some interesting things came to light. Here are a few:

Eight Qualities.  In one of the most thorough studies of management behavior ever, Google identified 8 qualities of toxic bosses. They include: being frustrated when you have to coach employees, double-checking every employee’s work (the micromanagement we all love to hate), you’d rather stay in your office than talk with your team, and, interestingly, you feel constantly behind and split in too many directions. I hear the last one from many leaders. If you’re unable to manage your workload, it’s difficult to help others manage theirs. You can see the complete list here.

Gallup surveys say that as often as 82% of the time, companies make mistakes in whom they choose to be managers. Not all bad managers are “toxic,” but a percentage will be. How does this happen? Are we putting too much weight on past results to predict future performance? Especially when the past results and how they were achieved don’t resemble what’s required in the future?

Economics of Toxic Cultures.  A recent article in HBRmakes an argument for the economic reasons companies don’t fix toxic cultures. It states that cultural capital is a type of asset that’s analogous to physical capital or human capital. Just like these assets, there are risks associated with how you manage your culture. Too many companies don’t manage the cultural risks purposefully and aggressively enough and it often leads to toxic environments.

Peter Drucker famously said “Culture eats strategy for breakfast.”  Toxicity can start at the personal level and quickly spread across a culture. Too often it’s tolerated because it’s a single person or someone who gets results. We think it can be contained. Containment isn’t the best strategy. It’s too easy for the figurative walls to break and allow the toxins to seep out.

Next week, we’ll talk more about how to deal with a toxic boss.

Which Blind Spots are Hurting You? Your Team?

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“Knowing yourself is the root of all wisdom.”
– Socrates –

One time when working with a coach to prep for a job interview, I was videotaped.  I was completely unaware of some of the things I was doing.  With the help of the coach I was able to see the behaviors that could interfere with my success.  I was made aware of my blind spots.

The most successful leaders I work with are always looking for ways to continue improving, and that includes uncovering and addressing blind spots… which often change over time.

Blind spots can be feelings and thoughts we have, mental models we employ or behaviors we exhibit that we aren’t fully conscious of.  Or behaviors that we just aren’t aware are producing a negative result.  These could include overestimating your change agility or being too data driven.  Perhaps relying too heavily on your own enthusiasm for a project, or not knowing about a new market disruptor that is about to impact your business.  And we are all familiar with leaders who don’t see how their communication style is impacting others.

Not understanding your blind spots can significantly limit your success as a leader.  It limits your team’s performance.  It can even cost your company its market and customers. 

Some leaders don’t understand that they are shutting down innovation or new thinking.  I work with teams all the time where performance is hurt by members who don’t realize, for example, that they’re interrupting too often, or conversely, not vocally contributing enough.

Kodak famously had a blind spot about the impact of digital photography on their market.   They chose to do nothing with the very technology that was invented by one of their own engineers in the mid-1970’s. From the executives’ viewpoint, they were incredibly successful.  They dominated the market.  Why worry?

Other people usually see your blind spots long before you do, so you don’t want to be unaware of them for long.

One of the best way to discover them is through frank feedback from others, coupled with self-reflection.  Here are three approaches to gathering feedback that, when used effectively, will uncover your blind spots:

  • Conversations focused on feedback.  You may be thinking, I’ve asked people to give me feedback and I don’t’ get any.  Don’t discount the fact that you may be getting feedback, but it’s either too subtle or you’re not tuning into it. Remember – it’s a blind spot. And many people are reticent when given general invitations. Can I really give feedback about anything?  It’s more effective to ask for feedback about specific situations or behaviors.  If you’re having trouble with employee feedback, ask a peer you trust.  If it’s a team issue, ask someone who worked with you on another team.  Finally, if you’re known for not asking or for not reacting well to feedback, it’s going to take a while.  Be patient.  Keep at it.
  • Formal 360 feedback.  Handled correctly, this can be a powerful tool for collecting feedback because it is often gathered by someone other than you and then shared with you. This can help people feel safer about sharing what may be unpleasant for you to hear. I use a mixed approach of a survey tool and confidential interviews to help the executives I work with gain a 360 perspective.
  • Validated, reliable self-assessment toolsthat generate in-depth feedback about your personality preferences.  They are predictive of how you typically behave in various situations. I’ve found Insights DiscoveryTMto be one of the best of these tools.  It’s easy to use and utilizes a straightforward framework that generates nuanced, personal results.

Simply becoming more self-aware and identifying your blind spots is not enough.  You can know that you’re coming across as a jerk and still continue to be a jerk.  You need to be purposeful in applying that awareness to your own improvement.  Some people refer to this as mindfulness – being self-aware and acting with intentionality.

Follow up on your new awareness with an intentional approach for development.  It should include:

  • Yourself through coaching or numerous different learning opportunities
  • Your team through conversations focused on how each other’s strengths and blind spots impact the team, as a start
  • Your organization through purposeful development of a culture of self-awareness and intentional action.

There are a number of strategies and techniques you can employ to overcome blind spots.  If you’d like to continue the conversation, please contact me at 978-475-8424 or e.onderick-harvey@NextBridgeConsulting.com.

Is 20% the Number?

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How hard is it to get 100% of even the smallest group of people to agree on anything, never mind a whole company? We’ve all struggled with that dynamic. But when it comes to culture change, Konica Minolta CEO Shoei Yamana believes the number is a lot smaller:
“Across a big company it is impossible to get 100 per cent of people to change. But you only need 20 per cent of the people. If I can do that, I am 100 per cent confident I can change the whole company.”
Last week, the Financial Times asked me to share my perspective on culture change. Their How to Lead feature was a profile of how Yamana is moving Konica Minolta past 140 years of success into a new business model. I shared my perspective in their companion piece Ask the Outsider. While his journey is focused on leading a traditional, 45,000 person, Japanese company through a major shift, his insights can help anyone who is trying to change mindsets in their team, department or company.
  • Give the words meaning: In the article, Yamana highlights the importance of telling evocative stories to paint a picture. It illustrates and reinforces behaviors that supports the new culture. He cites some actions taken by staff to meet a customer’s desire to see digital stars in their hospital room. By telling that story, he makes the ideas of nimble and customer-focused real.
  • Make people hungry: Complacency is the enemy of innovation. In it’s long history, Konica Minolta was focused on making products without regard for whether it was something the customer wanted or needed. The company wasn’t hungry to do something that was truly breakthrough. Success was simply assumed until Yamana no longer made it acceptable.

 

  • Change who you see as competition: Konica Minolta couldn’t rely on its past. Success was getting in the way of the future. Rather than positioning the company against its traditional competitors, Yamana positioned start-ups and industry disruptors as the competition. That shift, along with putting the customer at the center of their conversations, is changing how the employees at Konica Minolta see their roles.
What do you think? Is 20% buy-in the tipping point for change?
At NextBridge, we advise leaders and leadership teams on successfully changing their organizations and cultures.
What conversation would you like to have? Call me at 978-475-8424. I’d love to hear what you have to say.
Culture

Tough Questions to Ask About Your Culture

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Bad behavior. Harassment. Assault. Over the past few weeks we’ve seen a tidal wave of reports of sometimes unbelievable behavior by leaders in politics, media, and many other industries. None of this is new. It’s just coming to the surface. And, for those of us who are old enough, it’s not surfacing for the first time.

These incidents and behaviors didn’t happen in a vacuum. The ones that don’t get media attention don’t happen in a vacuum either. Whether in a corporate, government, educational or non-profit setting, organization cultures have either implicitly or explicitly permitted them to happen. You may look at your organization and say, “that doesn’t happen here.” but I think far more of you would say, “yes, it does or could happen here.”

Now is the time to take an unvarnished look at your culture and ask some difficult questions:

  • What does our culture reward? If someone gets things done or gets great results, are bad behaviors ignored?
  • Are some powerful people’s behaviors the elephant in the room? Is it common knowledge that they behave in an unacceptable way but no one addresses it?
  • When concerns are voiced, are they ignored or shrugged off as “just how that person is”?
  • Is favoritism common? Is it an unspoken rule that some people can say some things while other people can’t?
  • Is it a significant concern that, if someone raises an issue, there will be retaliation?

These aren’t easy questions. Your company may currently be very successful (making money or impact or enjoying a great public reputation). However, answering yes should be viewed as a warning sign that your culture may be permitting very bad behavior and your good reputation may be short lived.

“What’s Next?” A Powerful Change Leadership Tool

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“What’s Next?”  
 
Jim Harvey
Partner, NextBridge Consulting
 
Why question-asking is a critical leadership tool and should be one of the sharpest in your change toolbox.
“What’s Next?”  It’s a simple question, really. Yet it has the power to dramatically improve your leadership, your team and your organization. The power lies in the ability to create forward-looking, curious, engaged individuals. And, more broadly, to build change agility into the DNA of your organization.
In recent years, neuroscience has confirmed and explained much about the longstanding wisdom and effectiveness of asking questions. With greater use, it builds relationships and improves learning. Those, in turn, are fundamental to effective change leadership, team performance and building an agile culture.
We’ll circle back to the particular effectiveness of “What’s Next?” and what you can do starting today to improve your leadership. First, why are questions so effective?
“We run this company on questions, not answers.”
 
– Eric Schmidt, ex-CEO of Google and current Executive Chairman of Alphabet –
Why Do Questions Matter So Much?   
 
In part, the value of questions is directly related to their scarcity.  Too many leaders spend too much time telling and not enough time asking. According to Gary Cohen, author of Just Ask Leadership, “95% of leaders prefer to be asked questions, rather than told what to do. And yet, according to a survey I conducted, these same leaders gave instructions 58% of the time rather than asking coworkers for their input.” There’s a persistent belief that managers are supposed to have all the answers. Additionally, most business cultures place a premium on acting and doing. It’s no wonder that taking time to simply ask and reflect isn’t a consistent part of most leaders’ repertoire. The power of questions, and their impact on performance, lies squarely in their simplicity and their fundamental connection to relationships, learning and creativity.
“Telling creates resistance.  Asking creates relationships.”
 
– Andrew Sobel, Author of
Power Questions –
Questions Build Relationships.
 
At the heart of great leadership, teamwork and cultures are relationships. Their importance can’t be overstated. Years of research and practical observation demonstrate this. So how do you build relationships? Building rapport and trust are a good starting point. Fundamentally, people want to be listened to, understood, and even empathized with – no surprise to those familiar with emotional intelligence. Asking questions is a powerful way to do all three.
Neuroscience sheds some additional light on the impact of questions. MRIs show that when asked a question, there is greater neural activity in the areas of the brain related to reward and pleasure. Serotonin levels also increase. This is especially true when you’re asked for your opinion. Asking someone a question is like giving them a shot of chemical brain energy. The more important the question is to them, the bigger the shot. No wonder people rate those who ask questions as being friendlier.  Consider it yourself – would you prefer to be asked or told something?
“Without questions, there is no learning.”
 
– W. Edwards Deming, renowned expert in quality, continuous improvement and management –
Questions Increase Learning and Creativity.
 
Since Socrates developed (you guessed it) the Socratic method, the use of questions to promote learning has had an impact on everything from education to problem-solving to self-reflection.  More recently, research done by Clayton Christensen, Hal Gregersen and Jeff Dyer demonstrates that being inquisitive pays off. Their work shows that the most successful and innovative executives are the ones who ask great questions. They challenge the status quo, looking at everything from their business model to their strategy to their planning methodology.  Importantly, they also question their own assumptions.
Furthermore, neuroscientific research on learning shows that asking questions creates mental dexterity. It creates new neural pathways instead of deepening existing ones. Literally and figuratively, it keeps us from wearing mental ruts into our brains. A workforce with greater mental dexterity is exactly the kind of thing that helps build change-agile DNA into your culture.
“A lot of bad leadership comes from an inability or unwillingness to ask questions.”
 
– Michael Parker, former CEO of Dow Chemical –
What’s the Connection Between Asking Questions and Better Change Leadership and Teamwork?
 
Business research consistently bears out that the quality of the relationship an employee has with their manager is one of the top determinants of everything from engagement and retention to development and performance. Likewise, learning also impacts leadership effectiveness. Nimble learners on your team develop skills more quickly and become more versatile and useful to unit performance. The greater the opportunity and ability to learn, the more engaged and career-focused they become. All this bodes well for change agile employees.
Relationships and learning are also essential to high-performing teams. Openness to feedback, conflict resolution, collaboration and decision-making all benefit greatly from the quality of relationships among team members.  If you have a team of people who are good at asking questions and are used to being asked themselves, you have a team that – all other things being equal – will work more productively together. Their collective curiosity and openness to new ideas will engender more creativity and innovation.
Whether your team is engaged in basic problem solving, product development, or process reengineering, a team culture that is comfortable with and good at asking questions vastly outperforms more traditional, hierarchical, stoic teams.
What’s the Big Deal About “What’s Next?” 
 
It’s forward-looking. It encourages people to think and act in ways that are conducive to change and innovation. Asked regularly of ourselves and others, it creates a mindset and habit of behavior that finds its way into the culture. What’s more, this question engenders a bias toward continuous improvement, which is essential in a change-oriented organization.
“What’s next” is also the Swiss Army Knife of questions.  It’s relevant to just about any aspect of development, client relationship management and leadership.  What’s next in my career?  What should my team be focused on next with client X? Who should be next in line for that senior leadership role?  Where will our greatest competition be coming from over the next 3 years?
In most companies, there are business and HR processes and tools that help us ask and answer many of these questions. If effectively managed and genuinely embraced by the organization, they are enormously helpful in supporting the business and the underlying culture. But that’s the point – if the underlying culture discourages people from regularly asking good questions, those processes are building on an uneven foundation. Day-to-day conversations, relationships and team norms over time do so much to build culture.
“Instead of a ‘to do’ list, consider creating a ‘to ask’ list, to see what questions you really need answers to.”
 
– Andrew Finlayson, author of
Questions that Work –
What Can I Do Today? 
 
Certainly, there’s a lot more to building great leaders and great cultures than just asking questions.  But asking questions is a critical building block and a relatively easy skill to learn.  Where to start? Look at your schedule for the rest of the day. Add two questions you have for each major meeting or to-do item left on your plate. One question is for yourself (perhaps around a tough issue you haven’t figured out yet) and the other for an employee, a peer or your manager. At the start every day, do the same thing. Not only will you be asking more questions, you’ll be building in some valuable reflection time.
To accelerate your skill development, you should seek feedback on your questioning skills. At the end of a conversation or meeting ask: “what didn’t I ask that I could have?” People may shy away from providing honest feedback at first. Don’t let it deter you. Be creative.
Finally, get those around you to ask “what’s next?”  In the long run, acting as a role model is the most effective way to do this, but directly encouraging people to ask questions will help others develop the habit more quickly.
Is This the Magic Bullet?… and Other Caveats. 
 
Of course asking questions doesn’t solve all your problems.  However, if done genuinely and regularly, it sure does change the way others perceive you. And it makes you a more curious and knowledgeable person. That said, here are a few important caveats.
First, build trust within the relationship and within the conversation before you ask “what’s next?” You want to make sure your audience knows you value their past accomplishments and respect their ideas and feelings. For example, make sure your employees don’t think you’re never happy with their performance because every time you do something good, you’re asking for more.
Second, make sure you’re walking the talk. Demonstrate that you’re open to questions from others and that you ask yourself “what’s next” on a regular basis as well.
Third, it’s possible to ask bad questions, ask them at the wrong time, or ask too many of them. Here’s a way to think about it. You want to push the boundaries at least a little.  If you’re not making yourself and others at least a bit uncomfortable, you’re probably not asking the right questions.  But if you’re making them really uncomfortable, you’re probably not asking questions in the right way. Start small, learn from your successes and mis-steps, and keep at it.
“Poor leaders rarely ask questions of themselves or others.  Good leaders… ask many questions.  Great leaders ask the great questions.”
 
– Michael Marquardt, author of
Leading with Questions –
Being asked a question makes people feel good. Done regularly and effectively, it helps builds rapport and trust. And trust is arguably the most critical element of a strong relationship between manager and employee, and among high performing team members.
Executive-level role modelling is critical for speedy cultural change. The higher up in the organization it starts, the more comfortable others are doing it and the more fully it cascades. But for your own effectiveness and for your career, it’s important to start where you are. Asking good questions makes you more effective in your job and it enhances your credibility. It also demonstrates intelligence, curiosity, and your interest in others… without monopolizing the conversation. And asking “what’s next” encourages people to be future-oriented and change-focused.
Asking good questions should be a priority for every leader, and one of their go-to tools.  Don’t you think?
Would you like to talk with someone about specific ways to improve the change leadership skills and change-agility of your organization?  NextBridge has been doing just that for nearly 20 years.  How can we help you?

 

5 Things the Eclipse Taught Us About Building Companies People Love

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In the U.S, on August 22nd there was a total eclipse that traversed the country.  It was an event that captured attention, created interest and built excitement.
As I was hearing about it and waiting for our partial view in New England, I was thinking about why this was such a big deal for so many people. Almost everyone I know was, at a minimum, interested in it and many were almost giddy with excitement.  What if we could create this kind of feeling every day in our companies, to build companies people love?
I believe there are 5 things we can learn from the Great Eclipse of 2017 about how to think about building companies people love:
  • The experience is multi-dimensional: People experienced the eclipse through what they saw, the temperature of the air, the sound during the total eclipse, and more. Companies people love aren’t just defined by a vision, mission statement or set of values that are posted on a wall.  That vision, mission and values are experienced in a multi-dimensional way, from what you see in the office design, to what you hear people saying, to the buzz you feel when you walk around.
  • It’s rare or at least unique:  Companies people love provide them an experience that is difficult to replicate. Others often look to these companies to try to recreate the culture.  What they find is that it’s not something you replicate. It is something the company needs to define as uniquely theirs.
  • There is a sense of meaning: The eclipse was meaningful to many people for many different reasons. Some were drawn from a scientific perspective (a group of scientists boarded plane so they could be among the first to experience it). Some were drawn because it was an event they could share with millions of others.  Some viewed it from a spiritual perspective.  Companies people love create a connection with what their employees (and potential employees) find meaningful.
  • It’s a shared experience: Those who work in companies people love have shared experiences that define who the company is. In some, it’s the way they onboard people (I wrote about my brother’s experience at Apple a few years ago). In others it’s the way people are recognized no matter their level.  For some, it’s meeting the patients their therapy impacts. Those shared experiences live on after people in these companies move on to other jobs. You see them in active company alumni networks.  They share common stories. And, they often say working there was one of the best experiences of their work lives.
  • It creates anticipation about what great thing we’ll do next: After the eclipse, many people described it with one word – wow. And, at least in my house, we were talking about when the next one would occur.  When you experience an event that takes you out of the ordinary, as many companies we love do, you want to know what the next great thing is and how you can be a part of it.
At NextBridge Consulting, we help our clients work at becoming companies people love.  We help them define or refine and then operationalize their mission, vision and values.  We help them develop leaders who make people say “I want to be part of this,” even when the company is moving at a dizzying pace. We work with them to develop teams and organizations that create alignment.  How can we help you?

Over-Collaboration: Solution #3: Designing for Great Collaboration

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Our last three blog posts have outlined collaboration challenges and solutions.  In this fourth and concluding post, we’re talking about the role the organization plays in making collaboration work. The way you design your organization — your rules, tools and people practices — has a substantial impact on how effectively you and others collaborate.

Rules
What is the collaboration culture like in your organization?  Are the ‘rules’ about collaboration mostly unspoken or informal? They shouldn’t be.  Organizations that thrive in our fast-moving business environment tend to be intentional about how collaboration takes place.

A good place to start is to look at your decision rights – your framework for the decision-making process in your organization that includes who makes what types of decisions.  Effective decision rights/governance structures include guidance about who and how people collaborate on decision-making. A lot of collaborative effort may not seem to be directly linked to organization-level decision-making. But embedded in the day-to-day collaborative work everyone does are numerous decisions which should follow from and support those higher-level decisions. Being intentional about decision-making clarifies, streamlines, and improves collaboration.

I’ve run into many organizations over the years who, when I ask them to describe their culture, use the word collaborative as one of the first descriptors. What that means need to change as your organization grows. Small start-ups often thrive in a culture where everyone is involved in everything. Different perspectives and viewpoints create energy and momentum. However, as the organization grows, continuing to live by the ‘involve everyone’ mantra actually slows momentum, delays decisions and creates roadblocks. You need to establish and adapt your culture’s norms around collaboration.  The more complex your business, the more you need formal decision rights.

Some questions for further thought…  Is your organization structure designed to facilitate the right level of collaboration and drive effective, timely decisions? Are your senior leaders all explicitly on the same page and do all your leaders have the right knowledge and skills to leverage decision rights?

Tools
There is no shortage of technology tools designed to facilitate collaboration, with more on the way. And with good reason.  Used effectively, such tools can improve collaboration, enhance productivity, and accelerate innovation, among other things.  We’re not experts on specific tools, so we’ll leave questions like functionality, platform and scalability to others. However, there are significant ramifications for what you choose, and some consideration for how you do it.

(1) How does your choice align with your business strategy?  Are you looking to acquire businesses over the next few years?  Are you looking to rapidly expand globally?  Are you about to take on new products and services that impact what types of projects you run or the talent you hire?  Make decisions based not just on your current challenges, but on your future ones.

(2) What problem(s) are you trying to solve?  Or put another way, what are you trying to accomplish?  More effective sharing of resources?  Better decision-making?  Improved communication?  It’s easy to say “all of the above,” but what specifically does that mean?  This should be one of the first questions you ask, and then dig deep on the answers.

(3) How will your choice impact users?  Is the tool great for one group, but not another?  What will the transition to the tool require of users?  What do they lose in the changeover and how will it impact their work?  Does the new tool fully compensate?

(4)  How important is it to standardize your tool set?  Issues arise when the organization allows every group or business unit to determine what its tool of choice is.  Then you have certain groups that can easily collaborate while others either have to spend time learning multiple tools or work around tools which don’t integrate effectively. Even organizations that don’t want to mandate tools and technology will benefit by standardizing or integrating their collaboration tools.

People Practices
Not only are high-performing organizations clear about decision rights and what that means for who and how people collaborate structurally, they tend to be clear about what it looks like behaviorally.

When you consider all the practices that we could discuss here there’s enough fodder for multiple pages.  Boiled down, here’s my mantra… Define it. Communicate it. Integrate it.

Define it.  The most important consideration is this: what does good collaboration look like?  What does a good collaborator do and say?  We covered some basics in our “Solution #2” blog post.  But what does it look like in your business, specifically?  Identify role models.  Break it down to finite behaviors that can be easily understood and replicated.

Communicate it. Starting at the top, let people know what’s expected of them. “Here’s what our company believes in and expects when it comes to collaboration.” Make it a formal part of things like project charters, personal goals and feedback discussions.

Integrate it.  From competency development and selection to performance management and training, ensure that the organization places the appropriate priority on collaboration.  Furthermore, it’s critical not to send mixed messages across practices.  In high-collaboration cultures, it’s not uncommon for goal-setting, development activities and formal recognition programs to reinforce collaboration. And yet, performance management and compensation practices don’t always support it. Research shows that about 20% of an organization’s “stars” don’t collaborate. They hit their numbers (and receive kudos and raises for it) but don’t do anything to amplify the success of their colleagues.  That hurts the business in the long run.

In a world where collaboration is increasingly essential for business success, how you collaborate can create competitive advantage. If you’re mired in slow decision-making, faced with abundant project bottlenecks or losing good talent because of “collaboration burnout,” then you’re not staying ahead of the curve.

Properly leveraging rules, tools and people practices makes a huge difference in how well you collaborate and how smoothly your business functions.

To read the other blog posts in this series go to:
Collaborate The Right Way and Free Up 20% More Time
Solution #1: Over-Collaboration:  Be More Intentional About Meetings
Solution #2:  Over-Collaboration:  Better Skills and Behaviors

Over-collaboration

Over-Collaboration: Solution #2: Better Skills and Behaviors

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Our last newsletter gave you some questions to think about regarding planning and attending meetings and encouraged you to be more intentional. Our second solution is about skills and behaviors needed to avoid over-collaboration. Next week, our third solution will look at the role the organization plays in making collaboration work.
In our careers, we’ve likely learned many of the keys to effective collaboration: building trust, having diverse input, not being a control freak, and recognizing people’s contributions… among other things.
In a world where collaboration is increasingly necessary and pounded into us from all sides, it’s also likely that we’ve not learned the nuance of limiting and shaping collaboration so it doesn’t waste our most precious resource: our talent’s time.
 
Here are five skills and behaviors great leaders utilize for avoiding over-collaboration.
  1. They are goal-directed. The best collaborative leaders are overt about the who, what, where, why and when of collaboration.  Does our business strategy for this initiative require a great deal of collaboration? What does it look like… project assignments ?  Weekly meetings?  Or is regular reporting enough?  Do I need maximum collaboration with group A or person B now or only later in the project?  Great collaborators start by determining the outcome they are trying to achieve and then work backward, intentionally designing the collaborative elements of their project, initiative and working relationships.
  2. They define clear roles for each collaborator. Everyone involved needs to be able to answer ‘why am I here?’ At a minimum, they need to know the role they play in decision-making, including “final” decisions. One of the fastest ways to make people think that collaboration is a waste of time is when they have a different assumption about their role in decision-making than the leader or other stakeholders do. Transparency is critical.
  3. Each meeting has a purpose. We talked in the last newsletter about the sheer number of meetings on everyone’s calendar. Too often, the purpose of each meeting is not well defined but occurs because everyone has it on the calendar.  Great collaborators will tell you what outcome is expected from each meeting. They also run meetings effectively and efficiently.  And, if the meeting isn’t needed, they cancel it.
  4. Great collaborators facilitate conversations by asking the right questions. Meetings and conversations are decidedly two way. They lead the meeting and the collaboration process by asking open, thought-provoking questions not simply sharing information.  One of the questions they ask regularly is… “how well are we collaborating?”  Is everyone’s time well spent?  Can we do with fewer people, fewer meetings, or different collaborative methods?
  5. They promote constructive conflict. The power of collaboration comes from the diverse perspectives in the process. Great collaborators know that constructive conflict, focused on robust debate and deliberation, usually creates a superior result.  They also do not tolerate destructive conflict and they step in to stop it when they see it.  Importantly, they are also mindful that time constraints don’t allow for every voice to be heard on every topic.  They set expectations for debate and deliberation in advance.
Think about these five skills and behaviors.  Where are your strengths? Where are your development areas?  Choose one of your development areas. Identify two actions you’ll take to improve in that area. Let us know the results.

Collaborate The Right Way and Free Up 20% More Time

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Collaboration is a great thing. It brings together diverse perspectives and experiences, helps us generate new ideas and can create breakthrough results. In highly matrixed organizations it seems to be just about the only way to get things done. As a matter of fact, research says collaboration has increased by more than 50% over the past 20 years.

Great, right? Actually, it’s not so great. Too many of us are collaborating too much and in the wrong ways. We see 5 key risks from too much collaboration.  Which of these are familiar to you?

  • Time sinks: Highly collaborative environments create a lot of extra meetings, phone calls and emails – which eat up a lot of time. One HBR article says that we’re spending about 80% of our time on these three activities.
  • Burn out: The good news is your highest collaborators – your uber-collaborators – can drive team performance more than all other team members combined. The bad news is people seen as the best sources of information and in the highest demand as collaborators have the lowest engagement and career satisfaction scores. They are at higher risk to leave, taking valuable knowledge and experience with them.
  • Bottlenecks: Uber-collaborators can become seemingly indispensable to different groups or projects. Work just can’t get done and decisions aren’t made without their participation, insights and perspectives. They can then become decision or workflow bottleneck, as well.
  • Poorer work quality and speed. Multiple studies show that both suffer when people over-collaborate. But super high levels of collaboration have become the norm and it’s hard to see the forest for the trees on quality and speed.
  • Too few doing too much. Collaboration isn’t spread around enough. Up to 35% of value added collaboration comes from 5% of employees. 20% of your “star” performers are among your worst collaborators, i.e., they aren’t getting their results by collaborating. Only 50% of your top performers are also top collaborators.
What to do? Our next 3 articles will answer that question and give you new ideas on digging yourself out of these collaboration pitfalls.
Fenway Park

What can the Red Sox Teach Us About Winning? Sweat the Small Stuff!

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It’s early in the baseball season and hopes are running high. The Red Sox have a lot of great talent on the team. There should be a lot of wins this year. What can the Sox teach us about winning?

I hear what you’re saying. We’re not the Red Sox. Sports teams aren’t like most organizations… or are they? Talent is everything for them, right? But how many times have we seen teams spend big money on great talent only to have a dismal season because of bad morale, poor coaching, or unexpected changes drive them off course?

A few weeks ago, Tom Verducci of Sports Illustrated, wrote about how the Red Sox have ‘Culture Culture’ meetings during spring training. The article reinforces what we believe. A winning culture doesn’t just happen. Being intentional and sweating the small stuff – the right small stuff – is what creates it.

Building a great team starts with being intentional about hiring great talent but it doesn’t stop there. Without the right culture, even great talent will underperform much of the time.

The talent in the majors is of course the best baseball talent around. They all have spring training to get ready for the season. Think of it as onboarding. All teams work on the fundamentals during spring training but the Sox and some other teams, intentionally focus on culture – and the details that build it. For example, the idea of each person contributing to the team is paramount to Red Sox culture. So, in spring training when reviewing game films, they don’t just call out the highlight reel moments. They call out moments like running out a play to make it to first or an at bat that sets up the next batter to drive in a crucial run. They’ve taken the concept of team and defined the behaviors that represent it. Has your organization done the same?

They also make culture building a habit. They’ve created a short-hand language that allows them to talk about the successes and failures on the field in real-time. Everyone on the team knows what a right-handed fist pump means vs a left-handed one. What key words or phrases are you using as “short-hand”? Is using them a habit? What other culture building habits do you have?

In winning cultures, everyone has the opportunity to reach their potential. The Red Sox have one of the youngest teams in baseball. Back in the day, young ball players